Interpersonal conflict as a barrier to task performance: the mediating role of workplace deviance and the moderating role of emotional intelligence

Abstract

Purpose Drawing on the social exchange theory, this study aims to examine the association between interpersonal conflict and task performance as well as the mediating and moderating roles of workplace deviance and emotional intelligence, respectively, in this association. Design/methodology/approach Two studies were designed to test the authors’ hypotheses using multiwave and multisource data collected from 173 (187) subordinates and their immediate supervisors from Pakistan. Findings An important reason that interpersonal conflict diminishes employees’ task performance is that employees are engaged in workplace deviance. This indirect effect is less salient when employees are more emotionally intelligent. Practical implications One way to improve employees’ task performance could be to reduce and manage interpersonal conflicts, especially through interventions aimed at increasing employees’ emotional intelligence levels. Originality/value This research contributes to the literature by demonstrating that employees’ emotional intelligence is a boundary condition that alters the association between interpersonal conflict and employee task performance directly and indirectly via workplace deviance.

The impact of role conflict on turnover intention among faculty members: A moderated mediation model of emotional exhaustion and workplace relational conflict

“…In particular, the current study investigates the ways in which workplace relational conflict alters the relationship between role conflict and emotional exhaustion as well the relationship between role conflict and turnover intention. Previous studies have highlighted the fact that workplace relational conflict negatively affects faculty members’ ability to cope with the role conflict they experiences ( Zainun et al, 2018 ; Krajcsák, 2022 ; Kundi et al, 2022 ), increases their turnover intention ( Vui-Yee and Yen-Hwa, 2020 ; Akhlaghimofrad and Farmanesh, 2021 ; Counts et al, 2021 ), and increases their emotional exhaustion ( Madigan and Kim, 2021 ; Ghasemi et al, 2022 ; Wray and Kinman, 2022 ). To the best of the researcher’s knowledge, no study has investigated the conceptual model proposed by the current study, which aims to address this ongoing gap in the literature.…”

Leader–member exchange and innovative work behavior: a 2-1-1 model

“…The survey was administered in English because it is Pakistan's official language (Kundi et al, 2023). The items were rated on a five-point Likert scale ranging from 1 (strongly disagree) to 5 (strongly agree).…”

“…The survey was administered in English because it is Pakistan's official language (Kundi et al. , 2023).…”

Despotic vs narcissistic leadership: differences in their relationship to emotional exhaustion and turnover intentions

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